Ask HR: How Should We Respond to a New Employee with a Bad Attitude?

Ask HR: How Should We Respond to a New Employee with a Bad Attitude?

Bad attitudes can be contagious. If someone in your office is bringing a bad attitude to work, it's best to act quickly and decisively. Fortunately, HR Support Center has a step-by-step plan to help you through this complicated situation.

Question:

An employee will soon complete the 90-day introductory period, and I've recently noticed unacceptable behavior from her. She has a bad attitude lately related to doing things according to our procedures, and she frequently bickers with co-workers about the way we do things. What's the best way to approach her about these concerns?

Answer from Aimee, HR Pro:

I recommend making the employee aware of your concerns about her interpersonal behavior. As she has not yet received any feedback about it, you can present the matter in the context of a review at the end of the 90-day introductory period.

Specify which of her behaviors need to change and illustrate what they should be going forward. Keep the focus on what success at your company looks like. It sounds as though her technical skills meet your expectations, but that her attitude may be holding her back. So, let her know that you recognize that she is in a learning period, but that you expect her to be open to constructive criticism and to get along with the team.

As your company has its own policies and procedures, the employee will need to do things differently than she has in the past. Indicate that you would be happy to help her understand the “why” behind your practices. If she understands your reasons, then she might be more open to following your instructions.

Be sure to document this conversation and the expectations you set. I also recommend that you give her a chance to voice and discuss her concerns. In the event that her behavior doesn't improve, or if you need any additional assistance, feel free to call us back as needed.


Aimee, HR ProAimee is a recognized leader in the field of Human Resources. Aimee was previously the Global Director for the Board of Directors of the local chapter of the Society for Human Resource Management. Previously, she was the HR Director and Global HR and Organizational Effectiveness Adviser for an international humanitarian relief and development organization, and worked as an HR consultant to small and mid-sized companies.


This Q&A content is taken straight from the experts at HR Support Center. Click here to learn more about HR Support Center and HR On-Demand; we’d also love the chance to explain in person.

Previous Ask HR Articles

What Should a Telecommuting Policy Include?
Can We Ask an Applicant about a Previous Disability?
Can Employees Shorten Their Lunch Breaks?

Related Article

5 Tips for Dealing with Difficult Employees

More to Discover

2019 Compliance Changes

2019 Compliance Changes

It’s critical that you’re aware of all the tax changes that could affect your organization in 2019. This session will include frequently asked questions, an overview of federal and state withholding updates and trends we are seeing in areas of Tax and ACA compliance. Speakers: Arlene Baker and James Schwantes Arlene Baker is a Senior Compliance Analyst with over 40 years of payroll and tax experience. She’s a member of the National Payroll Reporting Consortium focusing on IRS compliance, and she’s been a member of the national and local APA for 25 years. In 2003, Arlene was awarded the Ohio Payroll Professional of the Year award. James Schwantes is a Compliance Analyst with a legal and tax background. Prior to working at Paycor in the...

Proposed Department of Labor Rule to Update Regular Rate Requirements

Proposed Department of Labor Rule to Update Regular Rate Requirements

In late March, the Department of Labor (DOL) announced a proposed rule to clarify and update the regulations governing the regular rate requirements under the Fair Labor Standards Act (FLSA). Unless exempt, an employee’s regular rate of pay is used to determine how much he or she should be paid for working overtime. The FLSA generally requires overtime pay of at least 1.5 times the regular rate for hours worked past 40 hours per week. The proposed rule details what forms of payment employers can exclude when determining an employee’s regular rate of pay. The cost of the following items would no longer apply: Tuition programs Discretionary bonuses Payment for unused paid leave Wellness programs, fitness classes, gym access, onsite...

FLSA Law Update

FLSA Law Update

What new cases and issues are arising regarding FLSA? We’ll discuss the change from a narrow interpretation to a fair interpretation of exemptions by the U.S. Supreme Court and what other courts and the DOL think of it. We’ll also discuss the recently reintroduced opinion letters and the possible increase in the salary level threshold. Speaker: Brian Dershaw BRIAN G. DERSHAW is a partner in Taft Stettinius & Hollister’s Labor & Employment practice group. Brian has broad experience serving as counsel for companies of all sizes. He has appeared in state and federal trial and appellate courts in discrimination, harassment, retaliation, wrongful discharge, non-compete, trade secret and contract litigation. Brian works closely with...

Taking the Guesswork out of Employee Pay - Part 1

Taking the Guesswork out of Employee Pay - Part 1

Deep Dive - External Equity and Market Pricing Feel more comfortable with how you determine employee pay at your company by learning how to align market pricing with your business strategy, understanding survey data and market pricing steps. Speakers: Christine Ippolito & Joanna Hall Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership capacity for 25 years in multiple industries and environments within Fortune 250, venture capital and equity-backed companies, as well as privately held and family-owned...